Equal Pay Audit
This is the seventh Equal Pay Audit undertaken by the University since the implementation of the Framework Agreement in June 2008. Following discussion and agreement with Bangor University recognised Trades Unions, the coverage period for the report has been amended to cover the period 1 April 2017 to 31 March 2018 thus
closer aligning the reporting period of both the Equal Pay Audit and Gender Pay Gap audit (which, for public bodies is March annually).
The audit was undertaken jointly with Bangor University’s recognised Trades Unions (UCU, Unite, Unison).
Key Findings:
- Bangor University has no gender grade pay gaps in the 51 point pay structure implemented as part of the Framework Agreement.
- Pay variances in the groupings Pay Greater than pt 51 (excluding Professorial) - (i.e. Directors) indicate an improvement from the previous audit undertaken with the current variance now at 5.22% in favour of males
compared to the previous variance of 9.99% in favour of males). Further analysis, based on UCEA market data, has shown that no pay gaps exist inthese unique, individual roles.
- A pay variance exists in Band 3 of the professorial pay band where analysisindicates a pay variance of 7.95% in favour of males. This is a significant improvement from the previous audit undertaken where the variance stood at
10.74% in favour of males. Analysis indicated length of service in role of Professor as being the primary factor for the variance and thus placement higher up the salary scale. This is a positive indication that the Professorial
banding structure, together with clearly defined benchmark criteria introduced in 2015 is proving effective.
If you want more information about this audit or other equal pay audits the University has undertaken please contact the HR Department (hr@bangor.ac.uk).